Professional Documents
Culture Documents
Presenters
Communicating Expectations
Yes, Im eager to have you tell me about my deficiencies
Would it be useful to talk about why you are at your current level?
OVERDRIVE
Introducing Feedback
Improve Get better Stop Weakness You never You dont You shouldnt YOURE DEFICIENT Develop the ability to Work on Focus on Put your energy into I need for you to
Theres just one thing Id like to Im feeling confident have you focus on
Desired Response
Ultimate Goal
Acknowledges
Action Steps
Acknowledgement
Employee Reaction
Acknowledgement
Managers Response
Surprised
Employee Response
11
Surprised
Managers Response
12
13
Managers Response
14
Managers Response
Excuses
System or Process Issue?
Employee Response
Performance Issue?
Invalid Excuses
Managers Response
I hear what youre saying but I still need for you to be respectful to your colleagues.
Non-Committal
Ill try but I cant make any promises Ill do my best Ill see what I can do
Tone
Employee Response
Non-Committal
Yes, I will.
Managers Response
This is important
So Im going to give you time to
Silence
Employees Response
21
Silence
Blaa, blaaaa, blaaa and Im noticing more blaaa, that blaaa,
Managers Response
Lets reconnect
Anger
Employees Response
23
Anger
Managers Response
24
Anger
Acknowledge
Managers Response
25
Anger
Managers Response
26
Well, people around here should lighten up a little. I cant help it if I she has no sense of humor, etc.
10
15
20
Managers Response
Managers Response
Resources / Thoughts
Article Organizational Competencies Make a request Ask for what you want Feedback culture
Easier/more effective to have more frequent/less formal conversations than waiting until a big conversation is needed Empowering our managers to take action HR available to coach when preparing for a challenging conversation
Q&A
Jamie Resker, Employee Performance Solutions Jamie@employeeperformancesolutions.com 781-210-2049